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Many of us, if not most, have grown accustomed to hearing that there is unity in diversity. In terms of unity, truly, no man is an island, and this adage is true in the workplace. We can only achieve so much on our own and we will always need help and support from our mentors and colleagues. As for diversity, statistics also show that there is beauty and resilience in embracing inclusion and diversity.

We live in a society predisposed to bias. Psychologists speak the truth when they say that if there’s one thing certain about biases, it is that everyone has them and they occur unconsciously.

As our society, in general, keeps moving forward at a blistering pace, so do our ideas and notions of what makes up a good and progressive society.

Diversity and inclusion. Through the years, these two buzzwords inched their way to the heart of many companies’ management blueprint, and all for good reasons.

Governments, global organizations have been progressively shifting gears toward more inclusive, open-minded, and acceptive society.

Studies say that one of the most difficult problems of executives in business organizations relates to people management. However, it can be said that one does not need to resort to surveys and studies to realize that people management is indeed difficult, if not the most difficult issue to handle.

Valuation is a combination of both art and science. Though scientifically objective in its specific approaches and methodologies, valuation work can be an artfully subjective undertaking.

The mere plan to hand over one’s resignation letter has become a common joke. Whether one pushes through with plans to quit their jobs or not, there is truth behind such joke. And in today’s business environment plagued by the great war for talent, statements like this are cause for concern not just for people management and Human Resources (HR) leaders, but also for all employees who share the massive responsibility of promoting employee engagement and talent retention within their organizations.